Pros and Cons of Overseas Assignments in Multinational Firms

Discussion 10 I have to say that this has been a great class and I have enjoyed discussing the topics that we have been asked to speak on this term. As we come to the end of the term, I want to take the opportunity to tell each of you that I wish you luck in your future endeavors. Professor – This has been a great class even though this was a repeat. I learned more as I looked at things with a new perspective as asked which only added to my knowledge base. Thank you for asking me to do this. I enjoyed this class immensely. Thank you! Now its time to turn my attention to this week’s discussion topic: What are the pros and cons of accepting an overseas assignment for a multinational organization? There are many pros and cons to accepting a position overseas for a multinational organization, and they are different depending on the person and the personal situation that the employee has outside of the company. Is the employee single or married with children? It also depends on where the employee is at on a professional level as well. Is the employee just starting out or is the employee older and a few years from retirement. Above and beyond these factors, the benefits for employees to accept an overseas assignment include personal and professional growth, exposure to different cultures and languages and viewpoints (Rodrigues, 2023). On a strictly professional level, they can build their global network and have accelerated

professional growth because of the experience they gain from taking the assignment. When it comes to the challenges that face those employees that are taking overseas positions, there is the language and cultural barriers that need to be overcome, the adjustment to leaving family and friends behind, and am uncertainty or transient lifestyle due to the frequency of relocation (Rodrigues, 2023). Because of these challenges, an overseas position may not be right for all employees, so transparency is of the utmost importance when discussing anything like this with the employee. How would you coach a high-potential female employee in regard to a possible career move to China, or another country? As stated above, full transparency and nothing else would be the standard, not only for female employees that are looking at taking a position overseas, but ALL employees in similar situations. Ther should be ample time left for decision making when selecting the employee and for the employee to not only make the decision to accept but get the affairs here taken care of before they must relocate. In preparation for relocation, there would be enough time for language and culture classes if needed to ease the transition, discussions on different tax laws and local laws, assistance with finding housing and if needed schools for minor children that are nearby the worksite. If this was a long-term position, there should also be house selling assistance and moving assistance as well.

There should also be discussions on what is expected during this assignment as far as performance, how often to check in, are there going to be meetings with the current team and how often? These discussions should paint a clear picture of what is expected during this assignment, so the employee does not have to guess when he or she gets to the new job site. Even if not planned, checking in with the employee on a regular basis helps the employee stay connected to the company and can ease the feelings of aloneness that can happen with these assignments. In addition to the above, I would also make sure to discuss any risk or safety concerns with the employee so that he or she can make a well-informed decision about being sent to that specific area of the world. This discussion should include gender-based violence or biases that currently exist at the time the company is planning for this position. What would it take for you to seriously consider taking such an assignment? This question was very hard for me to answer at first because I have never worked for a company where this was even an option, so I have never considered the possibility. After much consideration, for me to accept an overseas position, there would have to be relocation assistance including housing assistance, language classes as I am not fluent in any other language than English. Family must be included. If I am asked to go to an area of the world where the culture is not favorable to women, and that

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women have limited freedoms, I would have to be in an area that would ensure my safety when I am not at the work site. As far as compensation is concerned, I would have to have a pay increase and be assured that I would get the same benefits that I have gotten with the company until the time that I leave for the new position. I would also have to be assured that I will receive the same level of health care as I am used to currently in case, I should need it due to an unforeseen heath issue after accepting the position as well. What would be a "show-stopper," a factor that would result in your declining such an opportunity? Now that I have explained w hat it would take for me to accept the position, allow me to explain what would keep me from accepting the position. My family would have to be able to come with me or I would not take the position. I am not too worried about friends, because of the technology that is available today to keep in touch and video chat as often as possible. In addition, the salary for the position would need to increase and I would have to know that I have the company’s support for the duration of the assignment. Reply 1 Brianna, Great post this week.

I agree with your assessment and how you answered the questions in this discussion. However, when it comes to the question about coaching women, I would have to say that it is imperative that ALL employees should be adequately coached and prepared for an overseas assignment, regardless of being male or female. I also believe you are correct in stating that employees, especially women should be aware of the risks associated with taking a position in certain areas, such as China or the Middle East because of the view of women in those areas of the world. I agree with you on your “show Stopper” and this would be the same for me. My family is so important to me and I could not accept a position if they were not going to be a part of the move. Financials, and housing are also a major concern and could be a reason that I would decline the position. Reply 2 Thanks for your reply Professor. I haven’t really thought about what country I would love to be asked to go to at this point in my career, but after thinking about it, I would love to be asked to go to Ireland as that is where my grandmother came over from when she was just a young girl. I still have family over there and would love to get a chance to meet and learn more about my family history in my free time when not at

work. Besides, the Irish countryside is very beautiful, and I would love to live in that part of the world. I do agree that a female employee that is being sent to an area of the world where there is stereotyping and inequalities for women need extensive coaching so that they are able to fit into the culture and know what challenges will face them in the new position. Reply 1 Professor Morris, Thank you for your response. To answer your questions, 1. How well do employees really know what they will/won’t experience with accepting these positions? I feel that the employee only knows what is being told to them. If there is not good communication, then the employee will not have any idea what he or she is about to get himself or herself into. I also feel that the employee should be given time to come up with questions that he or she needs to have answered before accepting the role. We do this all the time when interviewing for any position and the same chance should be given to the employee so that he or she can make an informed decision. This is where good communication comes into play, and it is even more important in the cases of expatriate employees as they are uprooting their entire lives for the company. 2. How would you and your team go about assessing this?

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If I were assessing this, I would first present the idea to the employee. Then, I would give him or her the chance to think about it overnight and set up a meeting for the following day. I would then ask the employee to write down all the questions that they have about the assignment, no matter how trivial they may seem to him or her. During this meeting, I would make sure that all the questions that would come up would be answered and the employee would know what was expected of them and what they could expect during the assignment. If during the meeting, the employee did not have a chance to ask all their questions, or they were not answered during the conversation, I would make more time to ensure that this was done. Rply 2 Hi Taylor, I loved your post and feel that it was well written. I also agree with you in that I don’ think I could accept an overseas assignment. Unlike you, my children are grown, but now I have a granddaughter that I could not pull myself away from. It is even hard to consider moving across the country because I know that I would be missing her more than I could say. I could also never take a position where I was not supported by the company that I worked for. I have been in that exact position in roles that are not international, and it is not a good thing. I lost all morale to do my job because I had no backing from the company and felt like my hands were tied. I would never want someone to feel that way so if I

had to send someone on this type of assignment, I would make sure they knew that they were fully supported.

Discussion 10

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